Knowledge Center

First Step: Gender Identity in the Workplace

Tool

Gender identity and gender expression are two very important issues for any company to pay attention to. A truly effective diversity policy includes all aspects of diversity, including gender identity. This First Step provides an overview on the basics of gender identity issues as well as defines many commonly used terms. It helps human resources professionals in building gender identity-inclusive non-discrimination policies, as well as others who are taking their first steps in building awareness on issues regarding gender identity, gender expression, and inclusion for transgender employees.

5 Reader Comments

Jennifer Totssays:

6/26/2015 01:18:51

Developing a all encompassing HR non-discrimination policy is going to be a difficult task and i expect to see plenty of court cases on this for decades to come.

While I see this as very important, I honestly think that Pandora's box has been opened and it is impossible to close. People, no matter their identity, will be able to lie/mislead and use this to their advantage against employers for their own selfish reasons.

Referring to people as liars and selfish in regards to their sexual orientation and gender identity is extremely offensive. I really, really, really hope your narrow mind doesn't work in HR or for that matter in direct contact with human beings.

Dylan
I read what she said, I didn't take it that way at all - I didn't think she was slamming anyone for their sexual orientation, she was simply says it could create a loop hole for anyone ( regardless of sexual orientation) to cheat the system.
Regardless of how you took it, I am not sure you insulting her serves any purpose - if she is on the other side of the fence being rude doesn't promote your cause, it only builds a bigger fence, and it doesn't bode well for you, it would have been a wonderful time to open a discussion.

Thanks for publishing this much-needed resource. It would also be helpful if you could address nonbinary gender identity and talk about how businesses are addressing workers' pronoun preferences, as this is a vital concern for many students preparing to enter the workforce. Unfortunately, nonbinary gender identities are often dismissed as a figment of the imagination, or simply as a fad. But people who identify as nonbinary deserve the same recognition and respect as other gender variant people. Cisgendered and binary transgendered people might have trouble understanding or relating to nonbinary people, but as a matter of basic courtesy, it is a best practice simply to use requested pronouns even if they seem strange, inconvenient, or ungrammatical. It is not appropriate for coworkers to judge whether a person's gender identity is legitimate or to decide whether someone is being dishonest about their experience of gender. By accepting each worker's stated gender identity and honoring their pronoun preferences without further comment or issue, managers and coworkers can keep the team's main focus on the work, as it should be, and not on the personal qualities of the workers. Thanks again for all your work in promoting inclusive work environments for gender variant people.